What’s the condition of your organization’s culture? Every organization has one. From a small business to a multi-national, it’s got a culture. From a team to a department to a division to a region to a country, it’s got a culture.
What are your beliefs about organizational culture? Some of your beliefs might inhibit your willingness and ability to proactively improve the quality of your work culture.
New clients ask me very similar questions when I start guiding them along the path to a powerful, positive, productive culture. Some of your beliefs might be challenged by my answers! Here are those questions and my responses.
“I’m not sure I can do this.”
I’ve heard these words countless times. You may have as well.
During my 15 years as an executive for the YMCA, one of the globe’s largest non-profits now branded as The Y, I heard these words from a teenager about to climb a rock wall – on belay, but nervous about the task before her. I heard these words from an adult volunteer who has signed on for the first time to help with the branch’s annual fundraising. Her $5,000 goal during the three week campaign was pretty intimidating. I heard these words from a high school junior who was minutes away from running his first committee session in the Model Legislature and Court, even after weeks of training and practice.
How do leaders and team members treat each other in your workplace today? Do they interact respectfully and civilly . . . or aggressively and selfishly . . . or somewhere in between?
When I ask leaders this question, they typically respond with “Well, I think they treat each other OK.” They are not confident in their perceptions because they don’t pay enough attention to the quality of workplace interactions.
Most Leaders Invest Greater Time and Energy on Results Than They Do on Culture
Leaders typically invest greater time and energy in their company’s products and services than they do to the quality of its culture – yet culture drives everything that happens in an organization, good or bad.
There are good reasons why leaders focus primarily on results.